As soon as it is know that there is to be a vacancy the Governing Body should notify the Diocese and Local Authority (LA) at the same time and seek support and advice

Governors are encouraged to informally discuss the appointment procedures with Diocesan and Local Authority Officers

A date should be agreed for a specially convened meeting often called the ‘initial set up meeting’, at which the governors discuss the school’s requirements, appoint a panel to manage the process and agree the timescale for the appointment

The membership of the panel should include at least one foundation governor

All main categories of governor should be represented appropriately; but the panel should not be too large and have an ‘odd’ rather than ‘even’ number

The panel is to shortlist, interview and if appropriate recommend an interviewee to the governing body for appointment.

In a Voluntary Aided school, the governing body has to decide whether it should be a requirement of the job that the Head Teacher must be a member of the Church of England, or whether they wish a more general requirement for Christian commitment. The reasons for the decision should be minuted

In a Voluntary Controlled or Foundation School, the governing body cannot require Church of England membership for the Head Teacher; but “regard may be had to [the candidate’s] ability and fitness to preserve and develop the religious character of the school”.

Timescale

The Appointment Panel will need to work ‘backwards’ when setting timescales because successful candidates need to give statutory notice as follows:

By the end of October for appointments commencing in the spring term

By the end of February for appointments commencing in the summer term

By the end of May for appointments commencing in the autumn term

For candidates who are serving Headteachers, an additional month’s notice is required

Diocesan and LA advisors will give a general overview of the appointment process and the implications for governors then support you each step of the way. This will cover the appointment procedure; employment legislation; equal opportunity policy; confidentiality; safer recruitment guidance.

Tasks at the meeting

Agree job description – models can be provided

Discuss and agree person specification / selection criteria - The Job Description and Person Specification should include the Head Teacher’s strategic responsibility to preserve and develop the school’s religious character

The appointment panel commence a first screening to rule out any candidates who do not meet the essential criteria. Advice will be offered by the LA and Diocesan officers

The panel will then consider all the other applications against the criteria and decide whether or not to produce a shortlist or re-advertise

If a shortlist is produced, the appointment panel go on to finalise the selection procedure: tasks for interview day; areas of questioning; interview arrangements; use of references. Advice will be offered by the LA and Diocesan officers

The panel will need to agree arrangements for shortlisted candidates to visit the school. Usually the Chair of Governors or other delegated panel members oversees this. It often includes a tour of the school in action; meet pupils; opportunity for candidates to seek information

Inviting candidates for interview

Normally the LA do this on behalf of the governing body and include arrangements for safeguarding and qualification checks

The LA write to request confidential references

The LA check for any reasonable adjustments required by candidates to allow them access for interview

Interview day

Governors confirm arrangements for the day

Decide how/if candidates will be ‘graded’ during the panel interviews and how these grades will be used

The need for confidentiality and equal opportunities

The questions and who will ask them

Conduct during the interviews

Following interviews, a discussion of the strengths and weaknesses of each candidate in turn in relation to the selection criteria

A decision whether to appoint or re-advertise

Conditionally offer post subject to ratification by full governing body

Confirm start date and salary

Decide how unsuccessful candidates will be told

Full governing body meet to ratify the appointment

Confirm the offer of appointment is subject to the usual checks

Decide how the school community and parents will be told of the appointment

Ensure that all notes, forms, letters and applications are given to the LA officer

Agree feedback arrangements for unsuccessful candidates

Governors agree induction arrangements and support for successful candidate